High Attrition Rate at Call Center Industry: an Hr Manager's View
UNIVERSITY OF SANTO TOMAS
COLLEGE OF COMMERCE AND BUSINESS ADMINISTRATION
This Research Proposal is being presented to the Faculty of the
Department of Human Resource Development & Management
Entitled:
High Turnover Rate and Employee Benefits
in Call Center Industries: The HR Manager’s View
By:
Buotan, Aldrin M.
Dimaculangan, Rey Karl A.
Flores, John Andrew S.
Malabanan, John Peter M.
Marquez, Gerard Ephraim L.
Tagunicar, Cedie N.
September 1, 2012
España, Manila
Introduction
Today’s best companies understand the real key to maintaining a world-class workforce is not just to hire the best employees, but to keep them once they are hired. Retaining progressive workforce has not been an easy task to every employer or organization and thus becomes a real challenge to cope up with the fast pace business world currently we are on and if this fails, surely high turnover rates will occur and will be prominent in an organization.
An employee turnover rate refers to the movement of employees out of an organization. It is often cited as one of the factors behind the failure of an employee productivity rate and is also one of the chief determinants of labour supply (Snell & Bohlander, 2010, Principles of Human Resource Management, 15th edition, United States, p,415).Competing organizations are constantly looking to steal top performers, and “poaching talent is becoming an increasingly common way for organizations to build themselves them up as a larger company to be able to expand and earn more profits, while at the same time tearing their competitors down (Noe et. al. 2010, Human Resource management: Gaining a Competitive Advantage, 7th edition, New York, p461). Turnover comes in good times and in bad, to good companies and to those that are struggling of every size. Losing a good and talented employee is never easy, and sometimes is predictable, but sometimes, it can be prevented, “you
COLLEGE OF COMMERCE AND BUSINESS ADMINISTRATION
This Research Proposal is being presented to the Faculty of the
Department of Human Resource Development & Management
Entitled:
High Turnover Rate and Employee Benefits
in Call Center Industries: The HR Manager’s View
By:
Buotan, Aldrin M.
Dimaculangan, Rey Karl A.
Flores, John Andrew S.
Malabanan, John Peter M.
Marquez, Gerard Ephraim L.
Tagunicar, Cedie N.
September 1, 2012
España, Manila
Introduction
Today’s best companies understand the real key to maintaining a world-class workforce is not just to hire the best employees, but to keep them once they are hired. Retaining progressive workforce has not been an easy task to every employer or organization and thus becomes a real challenge to cope up with the fast pace business world currently we are on and if this fails, surely high turnover rates will occur and will be prominent in an organization.
An employee turnover rate refers to the movement of employees out of an organization. It is often cited as one of the factors behind the failure of an employee productivity rate and is also one of the chief determinants of labour supply (Snell & Bohlander, 2010, Principles of Human Resource Management, 15th edition, United States, p,415).Competing organizations are constantly looking to steal top performers, and “poaching talent is becoming an increasingly common way for organizations to build themselves them up as a larger company to be able to expand and earn more profits, while at the same time tearing their competitors down (Noe et. al. 2010, Human Resource management: Gaining a Competitive Advantage, 7th edition, New York, p461). Turnover comes in good times and in bad, to good companies and to those that are struggling of every size. Losing a good and talented employee is never easy, and sometimes is predictable, but sometimes, it can be prevented, “you
Bibliography: http://uir.unisa.ac.za/bitstream/handle/10500/1452/04chapter3.pdf